Question 1

Which of the following is not one of the ways in which job analysis is conducted?

Accepted Answer

Graphology, the study of handwriting as it relates to the psychological state of an individual, is not a method used for conducting job analysis. Job analysis typically involves methods such as observation, interviews, and work diaries to understand job duties and requirements.

Question 2

"Think aloud protocol" is a type of _____ task analysis.

Accepted Answer

"Think aloud protocol" is a cognitive task analysis method where participants verbalize their thought processes as they perform a task, helping researchers understand the cognitive processes involved.

Question 3

A primary aim of a job analysis is to

Accepted Answer

Job analysis aims to understand the tasks and responsibilities of a job and the necessary human attributes (skills, knowledge, and abilities) to perform it effectively. This process helps in creating a framework or theory of behavior for the job, guiding recruitment, selection, and training processes.

Question 4

Because the Uniform Guidelines were published in _____,there is a growing gap between the Guidelines and the current legal considerations in I-O psychology.

Accepted Answer

The Uniform Guidelines on Employee Selection Procedures were published in 1978, and since then, there have been significant legal and technological advancements in the field of Industrial-Organizational (I-O) psychology, leading to a growing gap between the guidelines and current practices and considerations.

Question 5

All of the following are negative aspects of electronic performance monitoring except

Accepted Answer

Electronic performance monitoring providing raw material for job analysis is not a negative aspect; it's actually beneficial for understanding job requirements and improving processes. The other options list potential negative impacts of electronic performance monitoring.

Question 6

Critical Incidents are

Accepted Answer

Critical incidents refer to specific behaviors in a job that lead to either outstanding success or failure, impacting job performance significantly.

Question 7

There are at least two perspectives to consider when determining how to pay individuals within an organization.The external perspective refers to

Accepted Answer

The external perspective focuses on the marketplace and what is being paid for similar job titles outside the organization, which aligns with option A.

Question 8

A _____________ approach begins with a statement of the actual tasks as well as what is accomplished by those tasks,whereas a _____________ approach focuses on the attributes of the worker necessary to accomplish the tasks.

Accepted Answer

A task-oriented approach emphasizes the specific tasks and what is achieved through them, while a worker-oriented approach concentrates on the characteristics or attributes of the worker needed to perform those tasks effectively.

Question 9

The concept that people performing similar work should receive similar pay is called

Accepted Answer

Comparable worth is the concept that individuals who perform work that is of equal value or requires similar skills, effort, and responsibility should receive similar pay, regardless of job titles or differences in the work itself.

Question 10

"Job ladder" and "job families" are concepts most helpful for developing _________ systems.

Accepted Answer

Job ladder and job families are used to outline career progression and pathways within an organization, which is essential for developing promotion systems.

Question 11

Various experts have suggested the use of _______________ to assure comparable worth within an organization.

Accepted Answer

The answer of Various experts have suggested the use of...

Question 12

One of the main reasons cognitive task analysis would be valuable to a company is that it

Accepted Answer

Cognitive task analysis is valuable because it augments behavioral observations by providing insights into the underlying cognitive processes that drive behavior. This helps in understanding not just what employees are doing, but why they are doing it, which is crucial for training, job design, and performance improvement.

Question 13

In 1995,the Dictionary of Occupational Titles (D.O.T.)was replaced by an electronic version called

Accepted Answer

The Dictionary of Occupational Titles (D.O.T.) was replaced by the O*NET (Occupational Information Network) system, which is an electronic, online database providing comprehensive information on job requirements and worker competencies.

Question 14

According to the textbook,at least part of the way to prevent counterproductive work behavior (CWB)is in:

Accepted Answer

Selecting employees who are less likely to engage in counterproductive work behavior can help prevent such behavior from occurring.

Question 15

Dr.Hammond,an I-O psychologist,uses information gathered from a job analysis to develop a system for assessing the extent to which an individual worker performs his or her job well.Dr.Hammond is most likely developing a

Accepted Answer

A performance assessment system is designed to evaluate how well an individual performs their job, which aligns with the use of job analysis information to assess job performance.

Question 16

In determining pay,examining how to distribute a fixed amount of money to employees is an example of a(n)

Accepted Answer

This is an example of an internal perspective because it focuses on how to allocate resources within the organization, specifically how to distribute a fixed amount of money among employees based on internal criteria and policies.

Question 17

I-O psychologist Larry James and his colleagues created a test that appears to assess reasoning but in fact is a hidden or implicit test of:

Accepted Answer

The answer of I-O psychologist Larry James and his colleagues...

Question 18

Job psychographs used to be utilized to measure the _____ requirements of a job.

Accepted Answer

Job psychographs were traditionally used to measure the mental requirements of a job, focusing on the cognitive and psychological aspects needed for job performance.

Question 19

An instrument that describes Andy as having a "friendly disposition" and indicates that he would be suited best for a job in sales is

Accepted Answer

The Personality-Related Position Requirements Form is designed to assess an individual's personality traits and how they align with the requirements of specific job positions. In this case, Andy's "friendly disposition" being linked to a suitability for a sales job aligns with the purpose of this form, which is to match personality traits with job roles.

Question 20

In determining pay,examining what the marketplace is paying people with similar jobs is an example of a(n)

Accepted Answer

This approach is an example of an external perspective because it involves looking outside the organization to the broader market to determine competitive pay rates for similar jobs.

Quiz 4: Job Analysis and Performance